Inland Revenue values diversity of thought, beliefs, background and capabilities because it reflects the diverse communities that we serve. Understanding how our customers see the world, and the life events they’re experiencing, helps us to put them at the centre of our service design and delivery.
Inclusion is one of our culture anchors, to drive behaviours and decisions that value diverse perspectives and backgrounds.
We’re implementing a Diversity and Inclusion Strategy that is designed to:
- break down barriers to inclusion, and celebrate, retain, develop and attract a truly diverse workforce that’s representative of the communities we serve
- actively demonstrate our commitment to an inclusive culture through our leadership and holding ourselves accountable for progress
- create a safer and more open working environment where all people feel able to grow and do their best work without fear of embarrassment or retaliation.
The Strategy includes work to understand and address gender and ethnicity pay gaps. At Inland Revenue, these gaps originated from a significant under-representation of women and different ethnic groups in management and higher-paying roles, and a higher representation in lower-paying roles.
You can read more detail about how we’re working to address these gaps.